Herein lies the problem with the current severance offers to Management. There is no "set" method of determining who stays and who goes. HR leaves it up to the local management to decide how to lower their headcount.

Some organizations/departments take volunteers first and close the gap (if any) with low performers. Others go completely by performance rating. Others have targeted individuals who are full-time teleworkers and close the gap as they see appropriate. Anyone who wants to push the envelope and litigate this lack of consistency post exit would likely get a nice additional NON-TAXED settlement. Yeah, Yeah -- the Company has you sign papers saying you will not dispute the severance offering but I've had discussions with attorneys on this and there are always ways to take action. Key is do not litigate until you are G O N E as the Company will somehow manage to make your last days a living hell.

Those who "want" to go are generally leaving in 30 days. Those that have hopes of finding another position opt to hang for 60 days. Many are successfully placed within the 60 days, but if offered a job that is commutable and declined, you are immediately off the payroll without the added severance $$. Risky unless you really do want to stay.

Anyone with that mindset is nuts. I keep praying for a letter. Guess I'm one of those high performers "wiring plan" keeps talking about -- or simply not lucky enough to work were letters are being offered.